Dorothee Prevost

Creation of a Human Resources Department within a company of 65 employees:

- Definition and deployment of the entire HR strategy and management of the HR team

- Restructuring of the organization: optimization of existing skills and definition of profiles to be recruited to meet the company's short, medium, and long-term strategic challenges

- Administrative management: social and legal audit, implementation of HR monitoring and reporting tools (leave management, payroll, employment contracts and amendments, etc.), application of legal and regulatory changes while maintaining the efficiency of HR processes, control of the payroll mass and monitoring of social management control indicators

- Recruitment: definition and implementation of internal and external recruitment actions (selection of service providers, remuneration studies in line with the target population), attractiveness and talent retention strategy, conducting interviews

- Management support: onboarding managers and supporting their skill development

- Internal communication: supervision, animation, and coordination of internal communication channels

- Employee performance management: definition of training plans promoting cross-functionality and employee skills

- HR Projects: funding, creation of a coworking space, mobility, management package, well-being at work...

Deploy the HR policy within a portfolio of structures (approximately 300 employees):

- Recruitment: Definition and implementation of internal and external recruitment actions (selection of service providers, remuneration studies in line with the target population) and conducting interviews

- Management support: Advice and assistance to managers in thinking about the evolution of their organization, optimizing existing skills and profiles to be recruited; in managing their teams: implementation of HR tools, and labor law, compliance with agreements, conventions, and employment contracts

- Deployment of HR campaigns: Classifications, promotions, workforce reviews, annual and professional interviews

- Personnel management: Preferred contact for employees for all their HR issues

- Career management: Support for employees in analyzing their skills, developing their professional projects, advice on choosing existing systems (skills assessment, training, etc.)

- Participation in HR projects: Digitalization of the HR function, redesign of the intranet HR space, Social Media Charter

Participation in the creation and deployment of the Human Resources and Internal Communication Department:

- Recruitment: Identification of needs, search and selection of candidates, monitoring of assignment and integration

- Training: Construction and implementation of the training policy in line with defined orientations

- Employment management: Creation of the Jobs and Skills Framework, monitoring and updating. Identification of future employment needs and proposal of corresponding actions

- Social studies: HR studies related to social projects, remuneration evolution policy

- Administrative management and HR procedures: Creation and monitoring of HR dashboards, employment contracts and amendments

- Internal communication: Participation in the definition of the Communication policy, creation of materials